TPSG FAQs

Yes it is quite common to use psychometric assessments for hiring worldover. Infact most tools and systems in this field have originated from western countries. The one that we deal in - Predictive Index - also has its origins in US. If you want you can know more about it , you can check on our website www.tpsg.in

In India, the whole concept is still picking up. I would say there are some companies which have been using it for decades in India too but they can be counted on fingers and they were doing so as they were part of MNC head-quartered in US or Europe. We are at best still in the Early Adopter phase of the adoption curve.

Also most of the India companies that claim to use psychometric assessments, actually under-use it and is done more for optics. They end up using it at the fag end of the interview process when all the interviews are over and not at the begining of the process. But the situation is now changing and more and more organizations in India including SMEs are starting to use this technology for improving productivity.

Cognitive ability test is important because it is a very good predictor of performance. Studies show that a good reliable Cognitive ability test can predict upto 42% of the job performance in a given role. it helps recruiters and companies to pick the candidates who would have much higher chance of being successful in the job and hence bring good ROI for the company. It also ensures that the employee will be more satisfied in the job role as it will match his or her innate competency.

Cognitive ability test is important because it is a very good predictor of performance. Studies show that a good reliable Cognitive ability test can predict upto 42% of the job performance in a given role. it helps recruiters and companies to pick the candidates who would have much higher chance of being successful in the job and hence bring good ROI for the company. It also ensures that the employee will be more satisfied in the job role as it will match his or her innate competency.

Cognitive ability of a person is measured using Cognitive Ability Test. There are number of such test available in the market and many of them are free. Recruiters and companies needs to be careful to pick the cognitive assessment based on the following criterions:

• Cognitive ability tests should be specifically designed for recruitment and hiring purpose.
• It should be both Valid and Reliable. There should be data and studies backing it up.
• It should not be biased.
• It should be easy to use and administer.
• A good Cognitive test for hiring matches the score of a person with that required for the job.

ComCompanies world over have been using cognitive ability test to predict how successful a candidate would be on a given job role. It is used as a pre-hiring or pre- employment test. For example in case of Predictive Index cognitive test, it takes just about 12 minutes to assess a person and compare them with the requirements of the job.

Cognitive ability for hiring is measured by having a good estimate of general cognitive ability ‘g’ of a candidate. The tool often used for it is the cognitive ability test, which has numerical, abstract reasoning and verbal reasoning questions in it. The components are same as a CAT exam or IQ test but the construct is very different as cognitive test is designed to measure learning speed and not the intelligence of a person or not to measure the aptitude of the candidate.

All cognitive test available in the market are not reliable. There are infact 2 parameters that are seen for it, one is reliability and the other is validity. Look out for the assessment tools that are widely used and have solid data backing up their reliability and validity. Do not go for free tests that are available as they may seem interesting but are provides irrelevant data. Also make sure that the tool follows strict GDPR norms to avoid legal issues pertaining to data privacy.